Engaging Students and Employers:

Transcription

1 Engaging Students and Employers: H O W T O F A C I L I T A T E C O M M U N I C A T I O N B E T W E E N T X T E R S A N D E M P L O Y E R S C E E D Presenters: Ilka Balk Director of Engineering Cooperative and International Programs in the UK College of Engineering University of Kentucky, KY Maura O Connor Coordinator of Cooperative Education Stevens Institute of Technology, NJ Conference on Industry and Education Cooperation, Orlando, FL, Feb. 1, 2012

2 Presentation - Outline Generation Y Who are they? Definition/characteristics Generation Y in the Workplace Communication Values/expectations Employers and Generation Y Communication Recruitment/retention techniques Career Advisors Our role with Generation Y

3 Who is Generation Y? Source: You Tube

4 Characteristics of Gen Y Privileged and protected generation, children of Baby Boomers Tech savvy: , IM, text, blogs, social networking Favor digital communication over interpersonal, nonverbal or voice to voice exchanges Prefer structure and defined tasks/timelines Expectation of continuous communication and service Favor informality communication Welcome diversity Socially, environmentally and ethically aware

5 Generation Y in the Workplace Veterans, Silent Traditionalists Baby Boomers Generation X, Gen Xers Generation Y, Gen Y, Millenial Gen TXT Generation TXT/Millennials/Generation Y: Most recent generation to enter the workforce 25% presently in US workforce By 2020, Gen Y will comprise 50% of US workforce Often supervised by baby boomers, possibly Gen X

6 Values in the Workplace Baby Boomers Value interpersonal communication Gen TXT Value electronic and short communication

7 Values in the Workplace Baby Boomers Value interpersonal communication Respect for authority and hierarchy Gen TXT Value electronic and short communication Want to be heard and involved

8 Values in the Workplace Baby Boomers Value interpersonal communication Respect for authority and hierarchy Loyalty to employer Gen TXT Value electronic and short communication Want to be heard and involved Willing to move around between employers

9 Values in the Workplace Baby Boomers Value interpersonal communication Respect for authority and hierarchy Loyalty to employer Company interests first, personal endeavors and time last Gen TXT Value electronic and short communication Want to be heard and involved Willing to move around between employers Covetous of leisure time; work/life balance

10 Values in the Workplace Baby Boomers Value interpersonal communication Respect for authority and hierarchy Loyalty to employer Company interests first, personal endeavors and time last Awareness discussions, meetings and evaluations might take time Gen TXT Value electronic and short communication Want to be heard and involved Willing to move around between employers Covetous of leisure time; work/life balance Instant feedback/gratification

11 Values in the Workplace Baby Boomers Value interpersonal communication Respect for authority and hierarchy Loyalty to employer Company interests first, personal endeavors and time last Awareness discussions, meetings and evaluations might take time Security oriented, value safety net Gen TXT Value electronic and short communication Want to be heard and involved Willing to move around between employers Covetous of leisure time; work/life balance Instant feedback/gratification Creative and entrepreneurial

12 Gen Y Communication in the Workplace Multi-tasking masters Technology and team-oriented Expectation of open discourse concerning business decisions/plans Require constant feedback, clarity, guidance and affirmation

13 Motivation for Gen Y at Work Advancement/progression/learning over salary Mentoring/coaching Consistent feedback Clear goals, objectives and timelines

14 Employer Practices: Campus Recruiting Create or tie into the campus Facebook sites and social networks to let students know about your recruiting Provide quick response (QR) codes or links for students to capture to find the information again after they have seen the information

15 Employer Practices: Recruiting Response times are critical when Gen Y is job hunting For online applications, give immediate confirmation of receipt of application (can be automated) Give clear idea of application timeline, and STICK TO IT! Anecdotal evidence has shown that students consider employers who never respond or don t do so within a short time period are considered unorganized and less desirable to work for companies who make quick decisions often create quite a buzz on campus

16 Employer practices and Gen Y Provide more flexible work time and flexible work locations Unblock firewalls/social networking sites at work Provide texting plans, or company provided phones Offer professional development: rotational assignments, overseas assignments, mentoring/coaching Provide learning opportunities/training: online, webinars, interactive game play Generational training

17 New York Times Cartoon, 1/15/12

18 Considerations What is our main objective? We want to hire Gen Y and ensure their success at our place of work How do we reach this objective? As hiring professionals and university advisors, we need to respect Gen Y, but also guide them to success in the workplace

19 Considerations, Cont d We do not want to completely mold our company culture to Gen Y (remember that the next Generation will enter the workforce in about years) However, Gen Y values feedback: Request frequent feedback and provide feedback Advisors: talk to students about Linked In and other online tools to market themselves to employers Training for Gen Y

20 So, what can university advisors do? Suggestions for Co-op and Internship Advisors to facilitate communication Communication, communication, communication use technology to stay in touch mass texts or s about events; mass txt to check in etc Advice on generational differences for students and employers Accessibility in person, via , txt and social media a student intern might be happy to help and maintain communication Try to stay up to date on companies hiring timeline Bring together employers and students in an informal setting Information sessions, panel discussions, resume help sessions

21 Discussion Institutional support what is your organization doing?

22 Summary of Audience Comments Co-op/Internship or Career Counselors Member Y representation Students grew up with idea of cutting out the middleman mass s don t work well personalized or mail merge to appear as one on one communication Trust issue: you might not respond in time, so student might send several s to many people Utilize student ambassadors to help reach out to Gen Y Employers Technical Documentation: even though short communication is prominent, they conform with organization s requirement for technical documentation At NASA, talking points are now distributed more across the board than it used to be. Internal social grouping of researchers across locations and groups initially based on student practices Not just talk listen to Gen Y s concern and hear them Students Have information in office as reference Awareness of each other s characteristics helpful to work together better Bring in industry members to teach students about industry and what it s like in that environment Gen Y is not asking Baby Boomers to do it their way, they are just asking to be understood as for who they are.